This selection procedure is intended to establish a reserve list of successful candidates (indicative number is 3). There is currently 1 (one) post available.
Europol is a well-established and recognized organisation that became an EU agency in 2010. It is constantly looking for creative, self-reliant and energetic employees, who are up to the challenges involved in international crime-fighting, to work in its state-of-the-art headquarters in The Hague, the Netherlands.
Europol employs more than 1,000 personnel, including around 160 analysts, to identify and track the most dangerous criminal and terrorist networks in Europe. Our people come from a variety of professional backgrounds such as law enforcement, finance, legal, information technologies, human resources, communication, etc.
Working in close-knit teams, our specialists use their expertise and our cutting-edge technology to support investigations into serious organised crime and terrorism within and outside the EU.
The Operations Directorate deals with the core business of Europol, improving the effectiveness and cooperation of the competent authorities in the Member States in preventing and combating serious and organised crime, as well as terrorism affecting the Member States. This requires close cooperation with the Liaison Bureaux at Europol and via them with the Operational Teams in the Member States.
Europol delivers a number of products and services to national law enforcement agencies to support them in their fight against international serious and organised crime, as well as terrorism.
Under Europol’s organisational structure, the Operations Directorate hosts six distinct Departments: Front Office, European Serious Organised Crime Centre, European Cyber Crime Centre, European Counter Terrorism Centre, Horizontal Operational Services and EFFEC.
A solid track record
• disrupted many criminal and terrorist networks
• contributed to the arrest of thousands of dangerous criminals
• helped recover millions of euros of crime proceeds
• helped hundreds of victims of trafficking and abuse, including children
The working environment at Europol has a lot to offer. It is:
• highly collaborative
• intellectually stimulating
Prospective candidates should be prepared to work in a dynamic and fast-moving environment that requires a high level of flexibility, and should have the ability to perform well within a team.
BACKGROUND, MAIN PURPOSE AND TASKS OF THE POST
Under the direction of the Head of the Horizontal Operational Services Department who oversees the activities of the EMPACT Support unit, the Seconded National Expert (SNE) will contribute to the work of the EMPACT Support unit as the representative of the Germany, Portugal and Slovenia Trio Presidency.
The successful candidates will have to take part in the work of the EMPACT Support Unit in the following main duties :
1) Administrative, logistical and financial support to the EMPACT Operational Actions Plans (OAPs) facilitating the tasks of the Drivers, including:
– supporting the OAP groups when drafting the OAP;
– supporting the Driver when preparing the agenda for the OAP drafting, kick-off and strategic OAP meetings;
– drafting of meeting invitations and minutes of strategic EU Policy Cycle meetings;
– providing supporting documentation;
– providing methodological project support including on drafting and assessing Key Performance Indicators (KPIs);
– acting as permanent depositary for the OAPs and the reports from Action Leaders and Drivers that can be consulted by OAP participants to check the status of the operational actions;
– ensuring regular contact and liaison with the Drivers and Co-Drivers;
– ensuring regular contacts and information with concerned EU Institutions, Agencies and bodies;
– briefing new participants on the OAP;
– maintaining and keeping updated EMPACT platforms at the Europol Platform for Experts (EPE);
– managing the EU Policy Cycle funding from the Europol Budget following the strategic guidance of COSI;
– preparing a funding opportunities information package together with the Commission, the EEAS and other relevant actors to inform the Drivers;
– organise possible meetings for Drivers to ensure a better coordination among OAPs, preparation of JADs, exchange of best practice and the implementation of common initiatives and horizontal strategic goals;
– facilitate the NEC meeting.
2) To monitor the OAPs’ progress:
– coordinating, supporting and aligning the progress reports by the OAP Drivers which are based on the reporting by Action Leaders;
– submitting these reports for discussion in the six-monthly meeting of the National EMPACT Coordinators;
– preparing the annual fact sheet about the results of the OAP based on the reporting collection mechanism;
– providing Drivers with a comprehensive overview of geographical or other areas covered by more than one OAP in order to allow them, supported by Co-Drivers, to assess whether there is scope for coordinated or joint actions or other joint activities, including learning;
– informing the National EMPACT Coordinators about issues of general relevance for the successful implementation of the OAPs, in particular with regard to multi-disciplinary cooperation and coordination across OAPs including Joint Action Days (JADs);
– encouraging and facilitating communication and collaboration between the OAPs having common goals and/or interdependencies, also with a view to support the identification of possible Joint Action Days (JADs).
1 See EU 14884/1/18 REV1 : EU Policy Cycle Terms of Reference, section 3.5; published 29 January 2019
REQUIREMENTS - ELIGIBILITY CRITERIA
a. Candidates must
• In the meaning of Article 3 of the Europol Council Decision, be a member of a competent authority in one of the Member States of the European Union and according to the EMPACT Terms of Reference come from one of the Member States forming the next Trio Presidency (Germany, Portugal and Slovenia);
• Produce evidence of a thorough knowledge of one European Union language and a satisfactory knowledge of a second language of the Union;
• Possess at least 3 years of professional experience in the field of law enforcement relevant to the duties to be carried out during the secondment.
REQUIREMENTS - SELECTION CRITERIA
a. Professional experience:
• Experience in project management, strategy planning and implementation, measurement tools;
• Experience in working in the law enforcement environment in (one of) the Germany, Portugal and Slovenia Trio Presidency countries.
• Experience in working in an international Law enforcement environment.
b. Professional knowledge:
• Thorough knowledge of the EU internal security framework, its strategic and operational mechanism, the various for a involved in shaping the EU internal security architecture;
• Good understanding of political and operational priorities in the EU with regard to law enforcement issues and cooperation;
• Comprehensive knowledge of the EU Policy Cycle;
• Good knowledge in international law enforcement co-operation, regulations and procedures;
• Knowledge of one of the languages spoken in (one of) the Germany, Portugal and Slovenia Trio Presidency countries.
c. General competencies (assessed during the Selection procedure - Written/Practical test and/or Interview):
• Very good communication skills in English, both orally and in writing;
• Ability to draft clear and concise documents on complex matters for various audiences.
Analysing & problem solving:
• Keen eye for detail with the ability to maintain standards of accuracy under pressure of tight deadlines;
• Excellent analytical and critical thinking skills;
• Competent user of Microsoft Office applications (MS Word, Excel, PowerPoint and Outlook) and the internet.
Delivering quality and results:
• High degree of commitment and flexibility.
Prioritising and organising:
• Good administrative and organisational skills.
• Ability to work well under pressure, both independently and in a team;
• Very good interpersonal skills, including the ability to effectively liaise with other departments, groups and teams as well as with external partners.
• Ability to work effectively in an international and multi-cultural environment.
The Deputy Executive Director of Europol’s Capabilities Department sets up a Selection Committee, chaired by the Head of the relevant Department or a senior representative, and composed of a representative of the respective Unit, as well as of the Human Resources Unit.
The Selection Committee assesses the applications received in order to make an initial selection of candidates meeting all eligibility criteria and examines their qualifications, experience and skills against the selection criteria set out in the notice of secondment. Only candidates scoring above the pass-mark of 60% of the total score will be considered to participate in the selection procedure.
The Selection Committee will invite the 3 highest scoring candidates. All candidates having a score equal to the 3rd highest scoring candidate will be included in the list of invited candidates. The Selection Committee conducts a structured video-conference or telephone interview with the shortlisted candidates in English in order to evaluate their language skills, validate their experience and assess whether they possess the key skills required. Candidates may also be invited to participate in a written test conducted remotely. The overall pass-mark for the selection procedure is 70% of the total score for test and interview.
After the selection procedure has taken place, the Selection Committee proposes a list of successful candidates to the Deputy Executive Director Capabilities. Once the outcome is confirmed, Europol informs the candidates.
The secondment is finally effected by an exchange of letters between the Deputy Executive Director Capabilities and the seconding authority, specifying the details of the secondment in accordance with the Management Board Decision laying down the rules on the secondment of National Experts of 4 October 2019.
Europol may also establish a reserve list of successful candidates valid for up to 12 months. The validity of the reserve list may be extended once for up to 12 months. The list of SNE selection procedures for which reserve lists have been established or extended is accessible on Europol’s website. Candidates who have been placed on a reserve list are informed by Europol.
Europol retains the right to make use of the reserve list to select candidates for similar posts within the organisation, should business needs require so. Inclusion on the reserve list does not guarantee secondment.
Candidates for SNE positions may submit a complaint to the Executive Director of Europol about a decision taken by Europol adversely affecting him / her, with the exception of decisions which are direct consequences of decisions taken by the seconding authority.
The complaint must be lodged within two months of the date the person concerned is notified of the decision. The Executive Director of Europol shall notify the person concerned of his / her reasoned decision within four months from the date on which the complaint was lodged. If at the end of that period no reply to the complaint has been received, this shall be deemed to constitute an implied decision rejecting it.
The SNE shall remain in the service of the sending authority throughout the period of secondment and shall continue to be paid by that employer. The sending authority shall also be responsible for all social rights, particularly social security and pension entitlements.
During the period of secondment the SNE is entitled to a daily subsistence allowance paid by the agency, and may also be eligible for a monthly allowance depending on the distance from the place of origin.
If the SNE receives any allowance from other sources similar to the subsistence allowance paid by Europol, this amount shall be deducted.
TERMS AND CONDITIONS
Candidates are required to complete the SNE Europol application form in English and submit the original application form plus two copies via the Europol National Unit of the Member State concerned.
The application form must be accompanied by a letter from the sending authority to the Executive Director of Europol expressing willingness to second the candidate. The list of addresses of the Europol National Units can be found on Europol’s website.
All documentation must be posted to the following address:
Regular post: Europol, Human Resources, Recruitment and Selection, P.O. Box 90850, 2509 LW, The Hague, The Netherlands
Courier: Europol, Human Resources, Eisenhowerlaan 73, 2517 KK The Hague, The Netherlands
Applications must be received by Europol by the deadline indicated in this Notice of Secondment. Applications received after the deadline cannot be accepted.
The application form must be filled in electronically and printed, signed and completed in accordance with the above requirements. Handwritten application forms cannot be accepted. Candidates who do not provide all necessary information, send the application after the specified deadline, or do not comply with any of the above will not be considered.
Receipt of all applications is confirmed by an email of acknowledgement. Candidates may check the progress of the relevant selection procedure on Europol’s website.
Europol does not accept unsolicited applications.
Europol is an equal opportunities employer and encourages applications without distinction on the basis of gender, colour, racial, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, nationality, age, sexual orientation or gender identity.
Europol aims to create and maintain a healthy and attractive work environment that supports our colleagues in their career planning and in achieving a healthy work-life balance.
Employment at Europol is open to nationals of EU Member States. There is no nationality quota system in operation, but Europol is striving for a broad range of nationalities in order to keep a well-balanced geographical distribution among its staff members.
Europol respects your privacy and is committed to protecting your personal data. Your data will be processed in accordance with Regulation (EU) 2018/1725 of the European Parliament and of the Council of 23 October 2018 on the protection of natural persons with regard to the processing of personal data by the Union institutions, bodies, offices and agencies and on the free movement of such data applicable to Europol under Article 46 of the Europol Regulation.
For additional information, please consult the applicable privacy statement available on our website.
Candidates who have been selected to an SNE post are required to furnish a valid security clearance certificate before the start of the secondment. Failure to obtain or provide the requisite security clearance certificate at the requested level before the start of the secondment may render the offer invalid.
In case the security clearance certificate expires within six months of the start of the secondment, the renewal procedure will be initiated expeditiously. Europol may at any time terminate the secondment if the result of the security screening is not positive and the necessary security clearance level is not granted /extended.
The security clearance level required for this secondment is: CONFIDENTIEL UE/EU CONFIDENTIAL.
Deadline for application: Extended until 17 April 2020, 23:59, Amsterdam Time Zone
Duration of the secondment:19 months
Start Date of the secondment:01 June 2020
Selection procedure:April/May 2020
For further details on the application process please call +31 (0) 70 302 5235 or +31 (0) 70 353 1146.